Good employers understand that hiring great talent is merely the tip of the iceberg. Retention is where the pudding shows its proof. Hiring and having a great team is awesome. Losing one due to a lack of the right incentive is a business crusher. Interestingly, the most desirable incentive is probably not money. As early as 2014, study data was showing that millenials were seeking more flexible hours, believing they would be a productivity booster. Today, however, those same workers are reporting a lack of those hoped for schedule changes and a desire to move on. Flexible work hours, which allow workers to vary their arrival and departure times and make up lost hours in a manner that fits their lifestyle is becoming not just desirable, but expected by up and coming workers. Clearly, it behooves employers to get with the program. Most workers, blessed with flexible schedules feel that it is more natural and less stressful way to work, which also gives them more quality time with their loved ones. Employers that want to dip their toes in the idea can consider having one day a week, that workers can get their hours in their way and see how it goes. If it seems feasible, they can establish some parameters and move forward to greater retention and happier employees.

Financial negotiations – whether for a house or a salary – can be tricky business. Often people can come away from a negotiation feeling the affects of an uneven agreement. There are seemingly small things that a person can do to help an agreement go off more evenly and happily: find the common ground. Learn about the “other side”. Listen to what they say about their reasons. State your reasons first and your positions later. These types of actions show empathy and a willingness to work together instead of winning one over the other side.

A person would think that money makes a good reward and incentive to do well, but it’s not that simple. To use money incentives well they have to be well placed in the receivers life(they appreciate it), recognition among peers or the company should accompany the monetary gift and it should be a surprise – not an expectation. And, sometimes, the gift doesn’t have to be in cash. It could be an experience or an item the receiver could not otherwise afford.

In the words of Kevin Pollack, if you’re not creating things, that means you’re waiting — waiting to be told what to do, waiting to be recognized, waiting for things to change, etc. Having a project of your own in play and being willing to spend your personal time on it can help you distinguish yourself from the herd. Don’t be afraid to stop a project that doesn’t deliver, but when that happens, always find a new project to pursue.

Job recruiters love to promote future management opportunities when they are looking to fill a position. There is a problem with that, though. Not everyone is cut out to be a manager, so such opportunities should stop being looked at as an expectation. Keith Enochs believes that leadership positions are a privilege and should not be treated as a reward. You can engage strong workers in ways other hand leadership responsibilities, such as, entrusting them with new opportunities, put them in charge of a special project, and let them select their path.